It's obvious this company has zero care or compassion for it's employees. Their company culture starts with the CEO and co/founder Matthew Prince and he doesn't have the slightest clue of what that is. When you lead a company your primary role is to lead and care for the employees and in return profits will follow. Matthew has no leadership skills, his HR Department has no leadership skills. This will eventually be t…
It’s not true you can always choose who to work for. Is not a perfect job market. Some people often take whatever they can get to not starve.
Thanks for the link. Not sure what was the point of her arguing though. Just for the Tik Tok video? It's not like you will argument yourself out of being terminated. I also find her argument forced. "Just because I haven't closed anything, it doesn't mean my performance hasn't been good", that's nonsense, it's sales, performance is valued on sales. Not closing a single sale in 5 months does not qualify as good perfor…
from the video, I got the impression that cloudflare has a pretty standard 3 month ramp up period which, for her, ended right about thanksgiving. so it's not 5 months with no sales, it's a little over a month. and that month has two (three) major holidays that knock out ~2 weeks. so 5 months is suddenly more like ~3 weeks. and, if every 1:1 with a manager has been glowing and then you get fired 'for performance', the…
Nobody is even around in Nov/Dec to approve any sales. Sales don't pick up until mid Jan.
Apparently, Most of the people here doesn't understand the sale process. Most corporation only gives you 90 days to meet your goals for sales only. After the 90 days then you expect to be let go. Given she was there for 5 months, she said she had 3 contracts in hand, which she had to be reporting as closing, every sales person that I see always predicts that the sale will close at an 100% probability as soon as they put an contract in a person's hands. Most will predict an 50% chance of a sale if they walk down the street and see someone walking on the sidewalk. This is about sales. Technically, I'm suprised that they will give her any severence at all with her recording this and posting it publically. Most if not severance agreements has it in that you can not talk about the severance. Do i support the way the layoffs occured? NO.. but companies makes business decisions based off of the market. And someone without 4 or 5 months of any sales, and no contracts in consideration would normally be let go. Given this is my opinion which may differ from most. Some companies I worked in you had less than 90 days to get a signed contract. Whats not being talked about is what was her goals that she agreed to when you signed on as a sales person.
> ... you don't need 1v1s with your manager to find this. While that's true, it does sound like her direct manager was outright misleading her. Telling someone they're doing well when they're very much not (to the point their job is at risk) isn't constructive, and doesn't help anyone. Well, not unless the manager was purposely sabotaging the employee for some reason. It's more likely the manager is just an idiot tho…
Okay, but we're also taking her account on that at straight value. I've had multiple coworkers or subordinates living in their own world and not understanding crystal clear feedback.
her account is the only account we have. do you have any reason _not_ to take this at face value?
> ... you don't need 1v1s with your manager to find this. While that's true, it does sound like her direct manager was outright misleading her. Telling someone they're doing well when they're very much not (to the point their job is at risk) isn't constructive, and doesn't help anyone. Well, not unless the manager was purposely sabotaging the employee for some reason. It's more likely the manager is just an idiot tho…
Okay, but we're also taking her account on that at straight value. I've had multiple coworkers or subordinates living in their own world and not understanding crystal clear feedback.
Back in the 00s, I played cards periodically with a friend-of-friend. He showed up one Friday and told all of us a story about how he's doing so well that his manager recommended him for a special 8-week program to improve his performance, with a checkpoint at the 4-week mark and the end of the program.
That's right, he was being put on a PIP (at risk of termination) and internalized it that this was a perq/reward program for outstanding performance.